How can you encourage open-mindedness and flexibility in team motivation?

When I explain the difference of growth and fixed mindset, I like to use statistics and data of successful outcomes people with a growth mindset get. Furthermore, in order to also satisfy the right brainers, not only the rational left brainers, I like to share successful use cases of famous local and international people as well as people from the office or neighbors that participants can identify with. It makes the difference and benefits of growth mindset more tangible.

It's important to promote a culture of inclusivity by valuing and respecting different perspectives. Encourage your team members to share their ideas without fear of judgment or ridicule. Create a safe space where everyone feels comfortable contributing their thoughts and opinions. Encourage team members to step out of their comfort zones and try new approaches or solutions. Highlight the benefits of flexibility, such as increased innovation and problem solving abilities. Lead by example, display an open minded attitude yourself by actively listening to others ideas, incorporating diverse viewpoints into decision making processes, and demonstrating willingness to adapt based on feedback received.

. We need to start practicing active listening, rather than just hearing other’s point of view; acknowledge biases and embrace diversity with open arms. It also calls for suspending any and all judgments. Alongside that, learning to ask questions, not just to others, but also ourselves, and in the process, avoiding arguing and being respectful definitely encourages open-mindedness in the team. They start to feel welcome to contribute more, and when they feel they ‘belong’, the game changes! It is definitely not easy, but the rewards far outweigh the inputs so let’s stop interrupting or putting down our team members, and openly welcome them and their ideas and contributions. Time to make the team, a strong partner in progress!

To get your team to be more open-minded and flexible, start by showing them it's okay to think differently. Be the kind of leader who's always open to new ideas. I think diversity and inclusion really matter in this. It's more about understanding each other as a team, not just about hitting targets. Encourage everyone to share their views and give helpful feedback. And when you listen, do it to understand, not just to reply or argue. This way, everyone feels valued and learns to adapt, which can really bring out the best in the team.

Typically, if we are the leaders, of say a team, we may be more knowledgeable or experienced. However, when we are, or we feel we are more knowledgeable or skilled than others in the team, chances are that we are rigid, fixated in thoughts, and less open-minded. The route to growth lies in being receptive to other’s ideas, thoughts, and experiences. To get enriched with that, we need to be open doors.

Create safety! A lot of peoples’ closed mindedness is a result of fear, more specifically fear that could cost them their job, or hinder their progression. It is management’s job to clearly articulate mistakes are ok! A great example is the ‘get out of jail free’ card. Hand each employee one of these cards every year. That card allows them to try something new and innovative, and if it fails, they can hand the card in and have no repercussions (as long as they can prove they learnt something valuable from the failure). Encouraging them to try new things will promote that open-mindedness, and perhaps lead to groundbreaking innovation. It’s just creating a safe space for failure folks!

Oh, well, I foster an environment where diverse perspectives are valued. Encouraging team members to share ideas without judgment also helps. I try to acknowledge and celebrate adaptability, showcasing its positive impact and to lead by example, embracing change openly. Last but not least, it helps a lot when I provide opportunities for learning and growth, emphasizing the value of being open-minded. ??